Being A Responsible Boss While Aiming To Hit Targets

For many on the outside of the occupation range, business people seem like cold, emotionless people who will do and say anything as long as they get their way. Although this is quite clearly a misconception, it does hold some value for the role of leadership. Often being the boss can be a thankless job because you’re so readily giving everyone else encouragement, that you rarely look at yourself. You want to be able to push your employees to the absolute maximum but don’t want to be seen as a tyrannical figure either. Being a bossy boss can stir up resentment, and employees can feel marginalized. It can be easy to cocoon yourself from the outside world because there’s no one to point out your flaws and how you may improve at your role. Therefore, unless you want the gap between, boss, employee, and customer to widen, it’s time to become a boss that is sensitive to the workforce’s needs but still aiming high at targets set to improve the business.

Evaluate potential delegation

Targets are there to be hit, and the top businesses more often than not, hit their set goals, the first time. It’s important to evaluate each employee for their individual performance before you delegate them extra responsibilities. Many bosses feel they need control over even the little things that the employees do. But, with a performance evaluation, you get a clearer picture which is more likely to fulfill a role that demands more from them. Once you put them in charge of a section, its duties, staff, and the weekly reports; you’re sending the chosen one, off into the wilderness to forge for themselves. With the employees who aren’t meeting their personal goals, you can go through their assessment with them, and get to know the reasons why this is happening. It may be something easily fixable, so listen and be understanding during the one-on-one meeting.

Make time for staff

You may not realize it, but you have ample time to bond with your employees during every work day. Instead of swiping away on your smartphone, during the lunch hours, you could go down to the offices or the company canteen, and start small talk with your employees who are eating. Getting to know your employees on a personal level, will allow you to understand them better and where they’re coming from. A wider picture will start to emerge of how they got here and worked for you. You’ll get to know what makes them tick, and you may be able to, subconsciously use their personality traits to improve business. If an employee you hardly know, shows themselves to be clever with numbers, or headstrong, they could be prime candidates for managing positions in the future. The key is to make time for your employees, so they feel appreciated, while also gathering information and studying them to see what they’re made of when they’re away from the desk.

Don’t allow bad behavior to fester

The image of the workplace is what you can see going on, during any given time. People hard at work, making phone calls, swapping sheets of paper with order information on it, dealing with customers via email and making deals with clients. However, most of the time, all is not what it seems. You never want to have an environment where the employees feel they can be disrespectful toward others when the boss’ back is turned. Bullying and harassment have no place whatsoever, in the world of work, no matter who is doing it. With the help of companies like Peninsula Group’s HR Consultants, you can log and file cases where employees have complained about another staff member being inappropriate to them. with a physical record of consistent bad behavior, you can sniff out those who may smile to your face, but be horrible indecent personalities towards their co-workers. With tangible evidence, you can take swift action, to keep the peace among your employees. Sometimes it’s never cut and dry, and frictions are complex, so you can also be coached by such companies, on how to deal with disciplinary meetings.

Employee suggestion meetings

All businesses suffer from waste and have procedures which could be improved to give customers a better experience, while also cutting time and costs. No one knows the day-to-day routines and systems you have than the employees themselves. You should incorporate into your feedback and update schedule with your staff, a suggestions scheme. It may be something to do with the building you’re in and how the physical features of practices could be improved. It may also be something to do with the computer software which your businesses use. Not every idea should be taken on board, but it should be listened to. Staff feel as if their viewpoint is respected and their input to improving the business, can result in implementation. They’re more likely to care about the business if they know, they have the power to affect change. Employees will also respect a boss, who makes time to hear their ideas so the relationship isn’t just you giving out orders.

Don’t take setbacks too seriously

If a monthly target is not met, you should let the employees know that this is disappointing, but it’s not detrimental, and nor does it define the future. Without a doubt, the running of a business is serious business, but you won’t meet every goal you set, every time. The key to not letting the buzzkill mood of failure, affect your employees, is to give them motivation to improve their productivity and where you praise their efforts. You also give them ways in which they might improve, and perhaps the exact reason why the goal was not met. Business is a team game, and sometimes teams need a good swift reality check. It’s great to also give constructive criticism to your staff so that they may improve their standards. Do so in a polite and dignified manner, because no one wants to be embarrassed or blamed in public.

It’s not easy being at the top, but as the boss, you’ve got to be strong, bold and charismatic enough to be a diplomat and a general to your staff. Getting employees involved in their own performance standards is a great way to help them improve without nagging or belittling them. You must also allow them to express themselves and give you feedback; This is all for the bigger picture and improving the business.

Hey there! I'm Abby - a coffee addicted life coach /educator/blogger/mama with a creative soul + passionate heart. My goal is to inspire and encourage passionate women to live a life fulfilled through self-care, a healthy lifestyle, mindfulness, and personal development. Read More…